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How to Effectively Interview,
Hire, and On-Board Payroll
Professionals
John BernatoviczWillory President
Payroll Tax
How to compete?
Where’s Bob?
Pay for Participation!
Who is
John Bernatovicz?
Started in Payroll Industry in ‘96
Started Willory in 2010
1. A resume is not about the paper, it’s about the person
2. Evaluating a resume is an art
3. Effective interviewing takes preparation & practice
Three Keys
Let’s get better at
what we do and hire
better payroll talent.
Interviewed someone before?
Most Memorable Interview?
Take a Risk by Trying
Something New!Take off the training wheels
View from an employer’s
perspective but…
1. A resume is not about the paper, it’s about the
person
2. Evaluating a resume is an art
3. Effective interviewing takes preparation & practice
Three Keys
Education
Positions
How has the candidate
managed their career?
Training
Certifications
Advancement/Growth
Responsibilities
Projects
Expertise
Civic Duties
Extra’s
Attention to detail
Dependability
Honesty and Integrity
1. A resume is not about the paper, it’s about the person
2.Evaluating a resume is an art
3. Effective interviewing takes preparation & practice
Three Keys
Evaluating a Resume
Surgically
built from top
to bottom
Evaluating a Resume
Evaluating a Resume
Name
(across center top)
Contact Information
Share the Conversation
on Twitter
@willory1
#OCPPwillory
Objectives are Dead
Summary
Evaluating a Resume
Experience Section
Put in Chronological Order
Painting Your Picture
Experience Section
Company
Includes Month and Year
Evaluating a Resume
Evaluating a Resume
Experience Section
What they do?
How well they do it?
Education &
Certifications
Evaluating a Resume
How involved is the
candidate?
Evaluating a Resume
Painting Your Picture
Consistent Font
Effective Bolding
Bullets, not
Paragraphs
No Graphics
Evaluating a Resume
LinkedIn says the same
Evaluating a Resume
Candidates with frequent
job transitions?
Evaluating a Resume
7 careers in a lifetime? This popular stat does not come from the U.S. Bureau of Labor Statistics (BLS). What defines a career change is difficult. Some studies show closer to 11 jobs over a lifetime.
Changes are common in early careers. Majority of works 16-24 years have been with their current employer for less than a year.
BLS reports the average tenure at a current employer is:
1996: 3.8 years 2000: 3.5 years
2008: 4.1 years 2012: 4.4 years
91% of Millennials expect to stay in a job less than three years.
15-20 jobs over their lifetime.
This instability could cost them dream jobs, however, they may
job hop for career advancement and fulfillment.
How to stop job-hopping and keep talent
1. Offer workplace flexibility
2. Listen to your employees
3. Communicate the company’s mission and values
Temporary
Assignments?
Painting Your Picture
More companies are hiring, but many of those are temporary employment without benefits.
The hiring rate of temp workers is FIVE TIMES that of overall hiring in 2012-2013.
Leading Theories
1. Reaction to ACA
2. Makes employers more competitive
3. Residue from financial crisis
Cover Letters are
Meaningless…Unless:Candidate specifically hits on key
points of job
Describes how the candidate fits
1. A resume is not about the paper, it’s about the person
2. Evaluating a resume is an art
3. Effective interviewing takes preparation &
practice
Three Keys
Everything is about Perspective
Before An Applicant Applies,
They Should Ask:
Is it better?
Company’s reputation?
How is the commute?
Can I do the job?
Write it down
Before Applicants Apply……
Do They Understand the Job? Roadmap: Details
from the Job
Description
Strengths to Role -
How they leveraged
Weaknesses for the
Role – How They
Minimized
Is the applicant
qualified?
How did the applicant get in?
Recruiter
Friend
Referral
Applied online
Remember….75% of Applicants Do
Not Hear Back
82% of workers expect a response after submitting a
resume.
32% of workers are less likely to purchase product or
services from a company that doesn’t respond.
At the very least set up an automatic email with a hiring
timeline.
The Interview from Applicant’s Eye
Capture the Opportunity
Did the Candidate do
Their Homework?
For That Matter, Did You
(Employer) Do Your
Homework?
How is Your Employer
Positioned?
Are you winning or losing?
Term coined in 1990’s by McKinsey & Co executive that
revolutionized the concept of talent management
Give Purpose, Not Just Paycheck 64% of Millennials said they would rather make $40,000
doing what they love than $100,000 doing something boring.
Higher expectations are mutual. Companies expect longer hours and more productivity.
Want vibrant working environments and fair working conditions.
People are seeking:
1. Better benefits
2. Family friendly
3. Reward great work
4. More engaged employees
How is Your Employer
Positioned?
The People
Who was in
the role
previously?
Decision/Hiring Manager
Boss’s Boss
Peers
Direct
Reports
Company’s
Position
Culture
Reputation
Financial
Status
Online Research
Location
Is the
Employer
Prepared
for the
Interview?
Golden Rule
Do unto others as you would
have them do unto you
Be Coordinated Communicate with team
Understand who will ask what questions
Coordinate schedules
Be on-time
Set debrief immediately after or use email
Be compliant Discuss unique candidate situations w/ HR
Review questions with Legal
The U.S. Equal Employment Opportunity Commission (EEOC) is
responsible for enforcing federal laws that make it illegal to
discriminate against a job applicant or an employee because of
the person's race, color, religion, sex (including pregnancy),
national origin, age (40 or older), disability or genetic
information. It is also illegal to discriminate against a person
because the person complained about discrimination, filed a
charge of discrimination, or participated in an employment
discrimination investigation or lawsuit.
I am not an attorney
Interview Questions Tell me about your current or most recent job
responsibilities.
What do you know about our company?
What interests you about our company?
Tell me your understanding of our position.
How did you prepare for this interview?
Behavioral-based
Questions Tell the Story
Behavioral-based Questions
How do you define doing a good job?
What have you done to accomplish your goals?
How would you handle a payroll compliance breach?
What would be your normal career path to reach that
goal?
Give me two examples of good decisions you have
made in the last six months.
Technical Questions
Help to Dig Deeper
Technical Questions
Multi-state payroll tax? Which states?
Knowledge of?
Payroll System – what version, name of system,
etc.
Size of payroll? What were you responsible for?
Time Keeping System – what was your
involvement?
Avoid the Standard ?
THE CLASSIC!Where do you see yourself in 3 - 5 years?
Anticipate their Questions
Their Questions Should Be:
Meaningful
Strategic
Thought-provoking
Not Things They Can Find on Internet What happened to the last person who held this job?
What is the overall structure of the company and how
does your department fit the structure?
What are the career paths in this department?
What would you consider to be the most important
aspects of this job?
What are the most immediate challenges of the position
that need to be addressed in the first three months?
Listen….Don’t Talk (so much)
Dress the part
Ask the ApplicantHow it went?
Where they stand?
Would they consider counter-offer?
Expect Follow-Up
Thank you email
Concise
Grammatically
correct
With all that said,
is the applicant a fit?
If not, tell them.Counsel HR or Legal
Be factual
Ensure follow up complete
If it is a Fit, Then Get it Done!
Offer
Understand
current situation
Be reasonable
Counter-Offers
(mirage)
Final Steps
Background
check
Drug and
nicotine
screening
The Equal Employment Opportunity
Commission (EEOC), in its Enforcement
Guidance on the Consideration of Arrest
and Conviction Records, suggests that
excluding job applicants who have
criminal records may constitute
employment discrimination under Title
VII of the Civil Rights Act.
On-boarding
Welcome them!
Training, training, training
Follow up with new hire
30, 60, 90, 360 day review
Take them out to breakfast/lunch
1. A resume is not about the paper, it’s about the person
2. Evaluating a resume is an art
3. Effective interviewing takes preparation & practice
Three Keys
Stop by Our Booth for…
Plus, Prizes, CA$H & Give-aways
Questions
Interviewing Tips
Nation’s leading staffing
and consulting firm solely
focused in payroll and HR.
